Options of Process. The employee shall have the right to choose the process by which his/her complaint is resolved. He/she may select the process outlined below or the process outlined in the University's Policy on Harassment. At any point in the process the complaint may be referred to the Human Rights Commission.
Options of Process. The employee shall have the right to choose the process by which their complaint is resolved. The employee may select the process outlined below or the process outlined in the University's Policy on Harassment. At any point in the process the complaint may be referred to the Human Rights Commission. An employee who has a complaint of harassment or discrimination as defined in Article 5.01 shall first raise the matter with the most senior non-bargaining unit manager (director, chair, xxxx etc.) in the department by submitting in writing the nature of the employee’s complaint and the remedy sought. The time limits set out in Article 14 do not apply to complaints under this section, provided that the complaint is made within a reasonable time of the conduct complained of and having regard to all the circumstances. Should the circumstances warrant, the complaint may be raised with the next higher level of management in the appropriate line structure.
Options of Process. An Assistant shall have the right to choose the process by which his/her complaint is resolved. He/she may select the process outlined below or the process outlined in the University's Policy on Harassment. At any point in the process the complaint may be referred to the Human Rights Commission.
Options of Process. Continuing Education instructor shall have the right to choose the process by which his/her complaint is resolved. He/she may select the process outlined below or the process outlined in the University's Policy on Harassment. At any point in the process the complaint may be referred to the Human Rights Commission.
Options of Process. The employee shall have the right to choose the process by which complaint is resolved. may select the process outlined below or the process outlined in the University’s Policy on Harassment. At any point in the process the complaint may be referred to the Human Rights Commission. An employee who has a complaint of harassment or discrimination as defined in Article shall first raise the matter with the most senior non-bargaining unit manager (director, chair, dean exx.) in department by submitting in writing the nature of complaint and the remedy sought. The time limits set out in Article do not apply to complaints under this section, provided that the complaint is made within a reasonable time of the conduct complained of and having regard to all the circumstances. Should the circumstances warrant, the complaint may be raised with the next higher level of management in the appropriate line structure. Step Complaint Investigation
Options of Process. The employee shall have the right to choose the process by which complaint is resolved. may select the process outlined below or the process outlined in the University's Policy on Harassment. At any point in the process the complaint may be referred to the Human Rights Commission. An employee who has a complaint of harassment or discrimination as defined in Article shall first raise the matter with the most senior non-bargaining unit manager (director, chair, xxxx etc.) in department by submitting in writing the nature of complaint and the remedy sought. The time limits set out in Article do not apply to complaints under this section, provided that the complaint is made within a reasonable time of the conduct complained of and having regard to all the circumstances. Should the circumstances warrant, the complaint may be raised with the next higher level of management in the appropriate line structure. Step The manager shall within five (5) working days schedule a meeting with the complainant and obtain all relevant details from concerning the of The manager shall record and document all relevant details concerning the complaint. Within fifteen (15) working days of such meeting, the manager shall complete an investigation of the complaint by meeting with each of those concerned including the alleged harasser. On completion of the investigation the manager shall determine the appropriate course of action to be taken, and shall communicate in writing within ten (1 0) working days decision to the complainant which shall include a copy of the report and will outline the drawn, reached and which shall be taken concerning the disposition of the complaint. A copy of all written communication shall be forwarded to the Executive Director, Human Resources. Where the manager does not have jurisdictional authority over the respondent, the manager shall involve the appropriate line manager in the investigation.
Options of Process i. An employee, either the complainant or person subject to the complaint, may seek the assistance of a union representative or co-worker during any part of the process.
